HR & Recruiting

Employers are now moving toward greater understanding of their employees and potential target audience through modelling their behavior based on Key Performance Indicators (KPI); and data generated during the recruitment. To engage both sides through a wide range of data driven processes and decision models. The pandemic years offered opportunities of remote work as a potential for future trends. Data however is not unique to KPI; it is central to all aspect of Human Resources (HR). Wevents views the years leading to 2030 though a data driven recruiting, employer branding, sustainability, DEI (Diversity, Equity & Inclusion) and applied artificial intelligence (AI) spectrum. That is a unique view of both human touch and to truly understand data concerning employees and potential recruitment audiences.

            The new generation is highly tech driven, plugged in and demand more from companies they interact with. HR must be incorporated into the employer branding and position itself according to its target audience, for instance a brand reputation can be driven through sustainability. Where regardless of its vertical or industry of operation it ought to demonstrate to potential-employee target audiences’ reasonable action and follow up on sustainability associated with the sector. Or for the environment in general. Another area of importance is the employer’s Diversity, Equity and Inclusion (DEI) commitment and implementation. As vast numbers of potential employees’ rate DEI fundamental to their financial rewards associated with the role. 

            As companies progressively are focused on cost-based strategies, HR teams are expected to demonstrate greater understanding of data to justify budgets and expenditure. Fundamentally, HR cost is highly integrated into other departments, and may extend across several months prior to completion. It is therefore paramount to understand data, to launch and control the recruitment campaign through a data-driven strategy in order to see where your efforts are offering success. This may include analytic tools to generate meaning from the data, email automation or applicant tracking system to ensure personalisation and the human touch. Across the decade the overall emphasis is for HR teams to better understand the generated data, act on data and to utilize it in building human relationship with potential candidates.